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Yes.
I get 8 weeks of PTO and 16 holidays. Most years, I’m lucky if I can actually take 3 weeks of PTO. I’m just too busy to use it all and wouldn’t hit my productivity/profitability metrics if I did. I almost never take a day just because.
It’s not for everyone, but I’ve been promoted many times and believe the compensation is worth it.
I'd be thrilled to be able to take 3 weeks per year. I've been lucky to squeeze 2 weeks spread out throughout the whole year with 2 here and 3 there.
Yes at many roles in my career. Many places cultivate that committed grind culture where it's praised to work extra and never take a break. It's broken and toxic American culture because most other modern nations think we're crazy for it.
Every job I've had that was accrued PTO paid me out substantially when I left. It's a key reason I hate the unlimited PTO scam. Companies just make sure your work load prevents you from using it much and they save big time on PTO payouts when people leave.
If a manager or someone is making you feel guilty for using PTO, then it might be time to look elsewhere for a job.
Here is a guide to managing PTO guilt based on expert advice and common workplace experiences:
Normalize Taking Time Off: Recognize that 66% of employees do extra work to prepare for time off, and 69% check messages while away, indicating a widespread, systemic issue with disconnecting.
Prepare to Reduce Anxiety: To minimize guilt, create a detailed handover plan, ask colleagues to cover specific tasks, and set up an automated out-of-office message.
Set Firm Boundaries: Avoid checking emails, set strict limits on communication, and, as suggested in this LinkedIn article, use the time for yourself, not for work tasks.
Address Toxic Culture: If managers or colleagues explicitly make you feel guilty, it may indicate a toxic workplace that does not prioritize employee well-being.
Recognize the Benefit: Taking PTO makes you a better employee by providing necessary mental rest, increasing productivity, and reducing stress-related illnesses, say reports from Fortune and LinkedIn.
All well and good but only works if it's practiced and displayed from leadership down. That's the systemic problem.